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    Age and disability employment discrimination: Occupational rehabilitation implications

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    Age and disability employment ...
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    Genre
    Journal Article
    Date
    2010-12-01
    Author
    Bjelland, MJ
    Bruyère, SM
    Von Schrader, S
    Houtenville, AJ
    Ruiz-Quintanilla, A
    Webber, DA
    Subject
    Adolescent
    Adult
    Age Factors
    Aged
    Civil Rights
    Disabled Persons
    Employment, Supported
    Female
    Humans
    Job Application
    Male
    Mental Disorders
    Middle Aged
    Organizational Policy
    Prejudice
    Workplace
    Young Adult
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    Permanent link to this record
    http://hdl.handle.net/20.500.12613/5567
    
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    DOI
    10.1007/s10926-009-9194-z
    Abstract
    Introduction: As concerns grow that a thinning labor force due to retirement will lead to worker shortages, it becomes critical to support positive employment outcomes of groups who have been underutilized, specifically older workers and workers with disabilities. Better understanding perceived age and disability discrimination and their intersection can help rehabilitation specialists and employers address challenges expected as a result of the evolving workforce. Methods: Using U.S. Equal Employment Opportunity Commission Integrated Mission System data, we investigate the nature of employment discrimination charges that cite the Americans with Disabilities Act or Age Discrimination in Employment Act individually or jointly. We focus on trends in joint filings over time and across categories of age, types of disabilities, and alleged discriminatory behavior. Results: We find that employment discrimination claims that originate from older or disabled workers are concentrated within a subset of issues that include reasonable accommodation, retaliation, and termination. Age-related disabilities are more frequently referenced in joint cases than in the overall pool of ADA filings, while the psychiatric disorders are less often referenced in joint cases. When examining charges made by those protected under both the ADA and ADEA, results from a logit model indicate that in comparison to charges filed under the ADA alone, jointly-filed ADA/ADEA charges are more likely to be filed by older individuals, by those who perceive discrimination in hiring and termination, and to originate from within the smallest firms. Conclusion: In light of these findings, rehabilitation and workplace practices to maximize the hiring and retention of older workers and those with disabilities are discussed.
    Citation to related work
    Springer Science and Business Media LLC
    Has part
    Journal of Occupational Rehabilitation
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    For Americans with Disabilities Act (ADA) accommodation, including help with reading this content, please contact scholarshare@temple.edu
    ae974a485f413a2113503eed53cd6c53
    http://dx.doi.org/10.34944/dspace/5549
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